CHAPTER 4
SOLUTION IMPLICATIONS
The study measured the quality of employee satisfaction at the Department of Industry and Trade, Da Nang, allowing management the opportunity to immediately adjust policies that affect satisfaction to maximize employee satisfaction in a timely manner, thereby improving performance and quality of work. Provide a continuous monitoring system to track employee satisfaction levels in different departments of the Department of Industry and Trade. Thereby, enhancing the quality of work for all employees by developing effective human resource development policies.
4.1. DRAFT POLICIES
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Based on the research results, it is determined which factors strongly affect the job satisfaction of civil servants and the level of evaluation of civil servants for that factor, from which we would like to propose some of the following recommendations to the Department's leaders as follows:
4.1.1. Training and promotion issues
Research results and significance: According to the research results, the assessment level of Training and promotion is positively correlated with the satisfaction level of the Department's civil servants. In general, the criteria for training and promotion are rated as normal. This is the factor that most strongly affects the satisfaction of employees at the Department of Industry and Trade of Da Nang. Therefore, the Department needs to take measures to further improve the satisfaction level of civil servants with the issue of training and promotion, specifically as follows:
The Department must plan annual training, and the training plan must be appropriate for the profession and the right person for the right job. For the current staff and civil servants, depending on the needs of use and the planned staff, the Department can train, foster, and coach public service performance skills to improve
The ability of civil servants to undertake work. There are many ways to improve the qualifications, capacity and skills of civil servants. For example: training and fostering civil servants at State training facilities; training and fostering through work at the agency, through scientific seminars, experience exchange; creating opportunities for civil servants to develop their capacity... The Department can also partially or fully support tuition fees for civil servants who choose to attend knowledge training classes to serve their work.
The Department must pay more attention to the quality and effectiveness of its training programs. It is necessary to pay attention to the training results and evaluate the effectiveness of the civil servants after completing the program by collecting opinions from the staff on the quality and applicability of the training program, thereby adjusting the training content if the program is organized by the Department and giving opinions and advice to the Department of Home Affairs or the organizing agency in building training programs suitable to the needs of the civil servants of the Department.
Most civil servants want to be promoted or at least improve their working capacity after a certain period of time. Therefore, the Department focuses on the policy of promoting civil servants, which is to plan and recommend managers based on capacity, professional qualifications, fairness, and no personal feelings. The Department must inform all civil servants that those who are capable and make efforts in their work will regularly participate in training courses to develop their own capacity to be considered for planning to higher positions.
Recently, the Party Committee at the Department of Industry and Trade of Da Nang has issued a resolution on personnel work, which clearly stipulates the process of training, fostering and appointing cadres, giving priority to young cadres and female cadres. However, the planning and promotion in the past has only stopped at the level of senior management leadership, and has not been implemented in the professional department. The appointment is still
timely and only when necessary, appoint according to the subjectivity of the employer. Therefore, the Department needs to do a good job of planning cadres, focusing on training young, capable cadres. Have incentive policies to exploit the potential of cadres and workers. Continue to select and consider appointing cadres in the planning to vacant positions in the entire management apparatus of the Department or replace ineffective positions.
To be proactive in arranging and using human resources, creating conditions for employees to promote appropriately, the Department of Industry and Trade of Da Nang must pay more attention to planning the next generation of staff. This activity should be carried out as follows:
- Establish a list of job positions and titles that need planning and determine the number of reserve people for each position. At the same time, predict the time needed to replace each specific position and the possibility of replacement.
- Based on existing human resources, conduct assessment and select individuals who meet the job requirements that need to be planned.
- Determine content, program and plan for training and development of successor staff. Implement training and development programs according to plan.
- After implementing the training and development of the next generation of staff according to requirements and ensuring good performance for the positions, the Department of Industry and Trade needs to organize the arrangement, appointment, and promotion to replace those who do not meet the job requirements.
- The evaluation of planning staff must be conducted publicly and fairly according to clear criteria.
4.1.2. Issues regarding the nature of work
Research results and significance: According to the research results, the level of assessment of the nature of work is positively correlated with the level of satisfaction of employees working at the Department. In general, the components of the nature of work
achieving the assessment level is normal. This is the factor with the second strongest influence on employee satisfaction, so the Department needs to have specific solutions to improve these factors:
Complete job descriptions, clearly define the tasks and work content of each department and each specific employee to specify and streamline the work implementation process and serve as a basis for evaluating work performance later. From there, employees will grasp the detailed and accurate work to complete the work well. The Department should ask the civil servants to make a clear work plan, and at the same time record the opinions of employees when they feel that the workload they are undertaking is too much or too little. By doing so, the Department creates conditions for civil servants to participate more in decisions, helping them to be aware of their position and role in the overall development.
Assign and arrange labor reasonably to ensure the right person for the right job. It is necessary to continue to assign your civil servants to do jobs that are suitable for their professional qualifications and strengths, to help them understand clearly the work they are doing, to show them the importance of the work they are doing as well as to allow them to decide on some jobs within their capacity, only then will they continue to demonstrate their personal capacity and take responsibility for the assigned work.
It is necessary to boldly change job positions when discovering that employees are no longer suitable for their current job position. If employees request to change positions to suit their personal abilities, leaders should also consider resolving the issue to bring about high work efficiency.
The Department should regularly organize seminars to share work experiences of each department, exchange and learn, and point out common difficulties. Thus, employees in different departments can clearly understand the nature and characteristics of work in other departments and be aware of
The relationship and connection between departments as well as understanding the work they are undertaking are of certain importance to the overall operation of the whole Department. Thus, it will help employees regain their sense of excitement and promote the spirit of mutual learning. With such expansion of knowledge and abilities, civil servants will feel that they are always new and have many challenges.
4.1.3. Performance evaluation issues
Research results and significance: According to the research results, the level of satisfaction with the performance evaluation of civil servants is positively correlated with the level of satisfaction of civil servants of the Department. In general, the components of the performance evaluation of civil servants have the criterion "Fair evaluation among employees" with an average value at the level of agreement, while the other scales are at a normal level. Therefore, the Department needs to pay more attention to the issue of performance evaluation of civil servants, specifically as follows:
The Department needs to conduct internal assessments for each department, division, and individual in the entire Department in a timely and complete manner. There are often irregular inspections without prior notice to civil servants to check their working hours, behavior, badges, and other regulations... The Department should also hold monthly meetings to report on the results of civil servants' work assessments to propose remedial measures and promptly handle sanctions and rewards.
The Department should develop reasonable, clear and appropriate evaluation criteria between departments. Due to the different nature of work, using a common performance evaluation framework will make it difficult to give accurate scores. Therefore, each department and division should be required to propose its own evaluation criteria and follow the evaluation framework so that leaders can accurately evaluate the results of each individual in different departments.
The Department should fairly and accurately recognize the work results of civil servants and public employees through monthly, quarterly, and annual civil servant voting. Regulations should be established for rewards or consideration of early salary increases, bonuses, or career advancement. This will help leaders accurately and fairly evaluate the work results of employees and create motivation for employees to work more and more effectively and feel satisfied with the recognition of their efforts.
4.1.4. Leadership issues
Research results and significance: According to the research results, the level of satisfaction with colleagues is positively correlated with the level of satisfaction of employees working at the Department. Also according to the research results, the level of satisfaction with colleagues of the entire Department is 5.0292
When interviewed, the employees all had a high level of agreement with the criteria on the leadership scale such as: Employees receive a lot of support from leaders, Leaders listen to the opinions and thoughts of employees, Employees are treated fairly, Leaders have capacity, vision and management ability . However, the employees do not feel that leaders value talent and contribution , the assessment level for this criterion is only average. Therefore, the Department needs to have measures, specifically as follows:
Leaders need to take note of the staff's advice, any reasonable suggestions can be used to give advice to the superior leaders, consult with the staff in solving problems arising at work, share information in the profession, receive many good solutions from the staff, help the staff see the connection between the work they are doing and the results that the Department is achieving. In that way, the personal role of the staff will be promoted, both having the opportunity to change and develop the work, and being able to satisfy the needs of the staff. Only then will the staff feel that they are being
respect, feel that in the development of the agency there is always some contribution of mine.
Leaders need to correctly assess the capacity of employees and create conditions for them to complete their tasks with high efficiency. Assessing work performance is an important thing to do, when correctly assessing the capacity of employees to perform work, it will increase work efficiency. When employees are correctly assessed for their capacity, they will be satisfied because they are recognized and from there work more enthusiastically and more effectively. However, assessing employee capacity is a rather sensitive task because the conclusion of the assessment will affect the employee's rights in considering salary increases, bonuses and training and promotion opportunities, so in the assessment process, leaders must correctly assess the capacity of employees and not misjudge because if the assessment is wrong, employees will be dissatisfied and lack of effort in their work.
Leaders must create favorable working conditions to help employees realize that the work they are doing is suitable for their expertise and skills, and can help them develop their careers and future.
In addition, if a leader wants to be successful and be trusted, the first thing is to always be exemplary in work, have a serious working style, have real capacity and must prove his capacity to the collective of civil servants. Therefore, the Department's leadership needs to constantly improve knowledge, management skills, and enhance their own management capacity. At the same time, it is necessary to have a vision in making decisions and solving problems to further develop the organization.
4.1.5. Salary and benefits issues
Economic benefits are still the most important motivation for stimulating the active work of civil servants and public employees today. In fact, only
shows that when employees' lives are stable, they will work wholeheartedly, wholeheartedly, with dedication, improve their sense of responsibility and be effective. Personal income for civil servants and public employees is a sensitive issue that affects their thoughts, emotions and ideas.
According to the research results, the level of satisfaction with salary and benefits is positively correlated with the level of satisfaction of the Department's civil servants. Most of the salary criteria have a normal assessment level, only criterion PL1 - The agency fully participates in paying all types of insurance according to regulations has an agreement level. The Department of Industry and Trade, like other state agencies, has welfare regimes for employees such as social insurance and health insurance in compliance with state regulations.
In general, the salary and welfare components only achieved an average assessment level. This shows that the perception of civil servants about the salary and welfare policy of our State in general, and the Department in particular, although ensuring the living needs of civil servants at an average level, has not really brought satisfaction, greatly affecting public administration work. Therefore, the Department needs to take measures to further improve the satisfaction level of civil servants with the issue of salary and welfare, specifically as follows:
Regarding bonus and welfare regime: Periodically every month and quarter, departments and divisions, when they exceed the set plan, have innovative initiatives recognized by the evaluation council, and at the same time consider the annual work results of civil servants, the Department should propose typical civil servants to vote for early salary increase to motivate civil servants to work.
Public financial management: it is necessary to manage and calculate reasonably to save more spending, using that source to increase income for officials and civil servants. In fact, when wanting to increase salaries for officials and civil servants, there is a conflict about the budget's ability to pay, but negativity, corruption,